Safety is not algorithmic... it is heuristic. We are asking for
strategies and decisions, not just following directions, to get real
results.

My research when I was very young was all about this. I suspect the
Purpose Motive is akin to what we called "intrinsic motivation" - doing
something because you enjoy it or it fits your purpose - something done
without external consequences like money.

What we found was that money decreases intrinsic motivation effectively
replacing it with extrinsic motivation. You get the specific behavior
but you do not get it when the extrinsic consequence is absent (like
when the supervisor is away) and the person does not generalize to other
behaviors only doing the rule that gets the reward.

However, we found that feedback, especially reinforcement actually
increases intrinsic motivation when it provides information to the
person about their level of competence (mastery) around their purpose.

So, this is why feedback is the central tenent of Behavior Based
Safety. I'm fond of saying "Safety is not your job! Its what you do
for yourself and others because your human." Indeed, if you pay for
safety you get unintended side effects. But if you engage employees in
their Safety you get safety behaviors and peer coaching maintained in
the absence of supervisors... and more importantly, they generalize to
other safety behaviors and activities as well as other work activities
to become more productive, precise (quality), and pleasant.

Scott Geller writes about this in his new book "When noone is watching".